WASHINGTON - TelAve -- Universities will have to eliminate all uses of race - direct, indirect, and even by using proxies or other subterfuges - by February 28th, according to a sternly worded letter (https://www.ed.gov/media/document/dear-colleagu...) from the Department of Education [ED].

The letter warned against racial discrimination even if it is indirect because Federal law prohibits colleges from adopting race-neutral policies "motivated by racial considerations."

Such indirect illegal racial discrimination includes, for example, deliberately abandoning standardized tests such as the SAT and LSAT "to achieve a desired racial balance or to increase racial diversity."

Indirect racial discrimination also includes using "students' personal essays, writing samples, participation in extracurriculars, or other cues as a means of determining or predicting a student's race and favoring or disfavoring such students."

More on TelAve News

• Forced Psychiatric Hospitalization Fails Vulnerable People: CCHR Urges Repeal Amid Rising U.S. Policies
• Surging Into High-Performance AI With $AMD Partnership, Patent Expansion, and Strengthened Balance Sheet: Avalon GloboCare Corp. (N A S D A Q: ALBT)
• Kiko Nation Launches Mobile App to Modernize Livestock Management and Digital Animal Registry
• NEW MANAGEMENT BOOK: Creating a Joy-Centric Culture
• QuickTrack by Datalex Transforms Retail Promoter Management with Claude AI and Real-Time Insights

The new legal ruling comes at a time when many universities have DEI programs which include considerations of race.

Anticipating just such a crackdown, many universities have sought to protect at least part of their illegal racially discriminatory activities by changing the names and titles of programs and staff positions, and/or by trying to hide the activities with different names and descriptions.

Such ploys to avoid being caught engaging in illegal racial discrimination have been openly reported and discussed in many forums.

Although this may make it difficult for ED staffers to root them out, faculty and staff at universities are usually in a unique position to spot such subterfuges because they work in close proximity with such employees, and often have been subject to their directives and requirements.

Also, as employees, they often have access to non-public sources of information showing the organizational structure where they teach or work, including staff titles and their duties, and also minutes of meetings of their faculty senate or similar bodies, reports sent via email or published in school newspapers or newsletters, etc.

More on TelAve News

• Kaltra Introduces Seasonal Discounts on Replacement Coils for Carrier, York, and Trane Chillers
• Evolve Construction Mobilizes Commercial Storm Response Across Illinois With AI-Powered Damage Documentation and Public Adjusters Partnership
• The World's First Fully Regenerative Economy: Securing Energy, Food, and a Clean Planet
• The State of Law Firm Marketing: Top Companies, Awards, and Resources
• USA Best Book Awards Finalist What Love Leaves Behind Releases March 24

Indeed, some faculty or staff employees who strongly object to such racial discrimination, and/or those who believe they have been victims (e.g., passed over or not considered for a position, required to fill out a DEI statement as a condition of obtaining or even keeping a position, etc.) may well now be downloading information about current organization structures and positions to be able to more easily spot and demonstrate any efforts to avoid the new ED directive by re-naming programs or moving offenders to other departments.

If this does occur, faculty, staff, and even students can of course report such efforts on line and anonymously to the U.S. Department of Education Office of Inspector General Hotline Portal for appropriate action regarding their college and/or university.

http://banzhaf.net/ jbanzhaf3@gmail,com